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New Overtime Rules Are Now The Law ( February 2005 )
After much delay and controversy, the Department of Labor's new overtime regulations became the law on August 23, 2004. Under what have been dubbed the new Fair Pay rules, workers earning less than $23,660 per year, or $455 per week, are now guaranteed overtime protection. This is a substantial change from the earlier cutoff of only $7,960 per year. -
Employer Bonus Plans Following the Ralphs Grocery Co. v. Superior Court Decision ( September 2004 )
In Ralphs Grocery Co. v. Superior Court, decided on October 23, 2003, the California Court of Appeal addressed whether the prohibition against deducting cash and inventory shortages from wages prohibits "a large corporate retailer from implementing an incentive compensation plan for managerial, store-level employees in which the amount of the incentive bonus is based on the achievement of store sales and profitability goals." This decision is an important interpretation of California Labor Code sections 221, and 400 to 410, and is the next in the line of cases beginning with the California Supreme Court's decision in Kerr's Catering Service v. Department of Industrial Relations. -
Revised FLSA Regulations, Effective August 23, 2004, Set New Standards For Overtime Compensation ( August 2004 )
The United States Department of Labor's long-anticipated, much debated revised regulations under the Fair Labor Standards Act ("FLSA") finally have been issued, and will take effect on <u>August 23, 2004</u>. The most notable change in the new regulations is a guarantee of overtime eligibility to all employees earning less than $23,660 per year, or $455 per week. Employees earning less than this amount will be "nonexempt" (i.e., subject to the overtime requirement), regardless of their duties. -
FLSA Regulations Finalized; Next Step: Compliance ( April 2004 )
On April 20, 2004, the Department of Labor issued the long-awaited final version of its "FairPay" rules, designed to update overtime regulations. Under the new rules, most workers earning less than $23,660 per year are guaranteed overtime protection. Employees employed as bona fide executive, administrative, professional, outside sales employees, and certain computer employees remain exempt. -
Wage Games: Law On Docking Exempt Employees' Salaries Is In Flux ( August 2001 )
Determining whether employees are exempt from certain wage-and-hour laws is not easy. Determining when an employer can dock an exempt employee's salary while maintaining the exemption is even more difficult. -
Pacific Employers: Basic Reminders on Payroll Deductions ( May 2000 )
If there is one "chore" that all employers have in common, it is processing the employee payroll. -
Oregon Wage Laws ( July 1999 )
Under Oregon Law, If You. Are fired, your wages MUST be paid the next business day. . -
Michigan's Wage and Fringe Benefits Act: A Pitfall for Employers ( June 1998 )
Michigan's Wage and Fringe Benefit Act has remained an anomaly for most Michigan employers. Since most employers a.
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